BUS 400
Module Six-Assignment
Southern New Hampshire University
Hiring Practices:
This company has this mix of successes and challenges in their hiring practices across
generations. In the early stages, Harsh's hiring decisions were likely influenced by his immediate
network and circumstances, leading to a more localized and possibly less diverse workforce.
However, as the company expanded, especially into the second generation, there were
opportunities to improve diversity and inclusion. For instance, the decision to hire outside
professionals for key roles in Generation 2 was a positive step, potentially bringing in diverse
perspectives and skills.
Now according to my simulation decisions, I aimed to consider meritocracy and
competencies while making choices for leadership roles. This approach was intended to promote
diversity by focusing on skills and qualifications rather than familial ties. For instance, the
decision to bring in a Chief Operating Officer (COO) from a large organic foods company in
Generation 2 demonstrated an effort to diversify expertise within the company.
Places to Improve Upon
To enhance diversity and inclusion, the company could have implemented formalised
diversity programs, ensuring that underrepresented groups have equal opportunities for career
advancement. Additionally, introducing blind recruitment processes and actively seeking diverse
talent pools could help the company broaden its perspective and skillset.
Corporate Social Responsibility (CSR):
Community and Social Initiatives:
Again if we look at the company, a commitment to corporate social responsibility
through its philanthropic initiatives, allocating 5% of annual profits towards charitable giving.
Seema, in Generation 2, played a crucial role in managing these activities, showcasing the
family's dedication to giving back to the communities they operated in. This effort likely had
positive effects on the company's reputation and community relationships. I continued to support
the philanthropic activities initiated by Seema, reinforcing the importance of community
engagement and social responsibility. The decision to hire professionals for key roles also
aligned with CSR, as it suggested a commitment to maintaining and growing the business
responsibly.
Places to Improve Upon:
To enhance CSR, the company could have taken a more strategic approach to
philanthropy. Instead of just allocating funds, they could actively engage with communities to
identify specific needs and tailor initiatives to make a more significant impact. Additionally, the
company could consider environmental sustainability initiatives, reflecting a broader
commitment to responsible business practices.
References
Guide to hiring in the United States: G-P. Globalization Partners. (n.d.).
https://www.globalization-partners.com/blog/guide-to-hiring-in-the-united-states/
